Résultats de recherche

Stay updated with the stories, milestones and momentum behind Rwanda Men’s Resource Centre’s work towards gender justice and positive masculinity. 🚀 What’s Inside We are pleased to share the latest edition of our newsletter, covering key developments and insights from the third quarter of 2025. In this issue: Highlights of our gender-transformative programming and advocacy efforts with youth, men and communities. Emerging stories of change from the field—how families, young people and partners are shifting norms and building more equal relationships. Reflections on what’s next: how we are strengthening collaborations, expanding reach and documenting lessons learned for the future. Why it matters RWAMREC is committed to the idea that engaging men and boys as allies in gender equality is fundamental to building more peaceful, caring and equitable societies. Through our programmes, we work across multiple fronts—prevention of gender-based violence, supporting caregiving and shared responsibilities, engaging youth and promoting positive masculinities.This newsletter provides a window into the lives, voices and progress of our work — from community-level turning-points to programme scale-up efforts nationwide. Featured Programmes & Stories Among the main features in this issue: The progress of flagship initiatives such as our parenting and caregiving programme with men and fathers: how men’s involvement is changing family dynamics and improving outcomes for children and women. Youth leadership and the role of young people as agents of change in challenging harmful norms. Partnerships and policy engagement: how we are working with government, civil society and communities to embed gender-transformative approaches in systems and institutions. A spotlight on the journeys, testimonies and transformations that give real meaning to our statistical results—because change is lived, not just counted. Get involved Read the full newsletter here  and be part of the momentum.Want to stay in the loop? Subscribe to our newsletter for future updates, reflections and resources.

1. Background Rwanda Men’s Resource Centre (RWAMREC)  is a local NGO established in 2006, legally recognized in 2008 by Ministerial Order No. 114/11 of 3/9/2008. RWAMREC works to achieve gender equality through promoting positive masculinities and male engagement approaches in preventing Gender-Based Violence (GBV) in Rwanda. Vision:  A peaceful society where women and men share roles and responsibilities in raising families and governing society with equality and respect. Mission:  To promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery. The Fred Hollows Foundation (FHF)  is an Australian non-profit public health organization founded in 1992 to address inequities in access to eye health care. FHF focuses on strengthening eye health systems and preventing avoidable blindness caused by cataracts, trachoma, diabetic retinopathy, and refractive errors. In line with the Rwanda National Strategic Plan for Eye Health , RWAMREC, funded by FHF, is implementing the project: “Strengthening the Health Systems for Eye Health in Rwanda” , emphasizing gender equity and inclusion through community awareness campaigns and male engagement. The project is being implemented in collaboration with Musanze and Karongi districts, health centers, community health workers (CHWs), and communities. 2. Rationale Access to quality eye health services remains limited due to low awareness, misconceptions, and delays in seeking care. Many individuals lack knowledge of preventive measures, treatment options, and available services, often resulting in avoidable vision loss and reduced quality of life. Short, engaging, and culturally relevant videos are effective tools for: Raising awareness Dispelling myths Promoting positive health-seeking behaviors Audiovisual media can communicate complex health information in a simple and relatable manner, reaching diverse audiences including men, women, students, and persons with disabilities. RWAMREC, in partnership with FHF, recognizes the potential of audiovisual media to improve community knowledge and access to eye health services. Producing short, impactful videos will educate communities on eye treatment and prevention while promoting inclusive health-seeking behaviors, ensuring no group—regardless of gender, age, or disability—is left behind. Purpose:  RWAMREC seeks a qualified consultant or production firm to develop and produce short videos highlighting eye health prevention, treatment, and services, with an emphasis on inclusiveness and accessibility. 3. Objective of the Assignment To recruit a professional videographer/production firm to produce short, high-quality, and culturally appropriate videos that: Raise awareness on eye health services and treatments Promote positive health-seeking behavior Encourage inclusion of women, elderly people, and persons with disabilities Provide educational content tailored to different community audiences 4. Scope of Work The consultant/firm will be responsible for the following: 4.1 Content Development Design culturally relevant and inclusive messages Consult with eye health experts to ensure technical accuracy Develop scripts in simple, understandable language Ensure videos are aligned with project objectives and inclusive Videos will be validated and approved by RBC Health Communication Center in collaboration with FHF and RWAMREC 4.2 Video Production Film, edit, and finalize 10 short videos Ensure accessibility (subtitles, sign language interpretation, inclusive visuals) Produce both short clips for social media and standard formats for health centers, schools, and meetings 4.3 Dissemination Support Provide digital copies for use on health center screens, schools, social media, and sector offices Advise on effective dissemination strategies 5. Deliverables S/N Activity Timeline 1 Inception Report with detailed methodology, script outlines, and production schedule October 2025 2 Draft versions of each video for review and feedback October 2025 3 Final versions of 10 short videos (2–4 minutes each) in English and Kinyarwanda with accessibility features 10 November 2025 6. Location and Duration Location:  Musanze and Karongi districts Duration:  November – December 2025 7. Consultant’s Qualifications Proven experience in videography, film production, and editing (3–5 years minimum) Creative and able to conceptualize and produce engaging, visually compelling videos for advocacy Fluent in English; familiarity with Kinyarwanda and French; ability to handle translation/subtitling Excellent communication and collaboration skills Proficiency in videography/editing software (Adobe Premiere, After Effects, Final Cut Pro, DaVinci Resolve, etc.); animation knowledge is an asset Experience in gender equality, GBV, or social development themes is an advantage 8. Evaluation Criteria Criteria Score Qualification & experience 30 Portfolio evaluation 30 Experience in gender equality, GBV, or social development themes 10 Financial proposal 30 Total 100 Note:  Bidders must score at least 50% on technical requirements to be considered for financial evaluation. 9. Application Process Interested candidates should submit: A CV highlighting relevant experience Portfolio of previous similar work (links or files) Technical and financial proposal Submission:  Email proposals to info@rwamrec.org  by October 28, 2025 . Email subject line:  “Videographer Consultancy” Note:  Late, incomplete, or unsigned applications will not be considered. Date:  13/10/2025 Signed by: Fidele Rutayisire, RWAMREC Executive Director

In the rolling hills of Burera District, life was a constant balancing act for Beatrice Mukandayisenga . At 28, she was a mother, a wife, and a small businesswoman trying to keep her shop afloat. But the weight of daily life often felt unbearable. “Before,” she recalls, “I was doing everything alone. I washed my husband’s clothes sometimes, I cooked, I cared for the children, and I ran the little business I had. But he… he didn’t help. If a customer came, I had to serve them after I finished everything else. Sometimes I’d bring something to sell and he’d say, ‘That’s women’s work.’” The business was small — mostly cassava leaves, a few basic items — but even this was a struggle. “Customers would come asking for things, and I didn’t have them. I had no way to restock. I kept asking him for help, but he would just brush me off. Sometimes, he would insult me, saying I wasn’t a real woman. I didn’t know what to do anymore. I felt trapped.” Her days were long, and her spirit was heavy. Yet, amidst the challenges, Beatrice was chosen to participate in a journey that would test her resilience, patience, and courage — a series of lessons and conversations that would challenge the way she saw herself, her husband, and her home. “At first,” she says softly, “I was pregnant, weak, and unsure if I could even manage. But I went. And there, I started learning things I had never thought about. How a home could work if we shared responsibilities. How a business could grow if we planned together. How respect and partnership could make life lighter.” The lessons were practical, but the changes began at home. Beatrice began talking to her husband about their challenges. “I said, ‘We need to talk about our business. Customers are asking for things, and I can’t do it alone.’ And he listened. Slowly, he started helping. We made decisions together, we opened an account, we planned what to buy. For the first time, I felt that we were partners, not just husband and wife.” The transformation was not immediate — old habits die hard. There were moments of tension, of misunderstandings, of skepticism. But over time, the partnership strengthened. Her husband stopped wasting money on small luxuries and began investing in the household and the business. He supported her in attending trainings and community discussions, sometimes walking side by side with her to learn and plan. “It wasn’t just about business,” Beatrice says, smiling. “At home, we began talking about everything. Even our children — I used to keep them inside, afraid they would get into trouble with neighbors. But now, they play freely, and I can see them growing confident and happy.” Her shop also began to flourish. They bought supplies together, saved money, and made strategic investments. When a customer asked for something she didn’t have, she could respond with confidence. “I remember one day,” she laughs, “I had enough beans to sell because we had bought in bulk when the price was low. Before, that would have been impossible.” The lessons extended beyond her family. Neighbors began noticing the changes, asking questions, seeking advice. “They would stop me in the street and ask, ‘Beatrice, how is it that you and your husband are working so well together? How did this happen?’ And I would tell them, it’s about talking, about understanding each other, about planning together.” Even small rituals, once taken for granted, became markers of change. The couple now calls each other cherie  and chouchou , a playful reminder of closeness and respect. Their home is alive with collaboration, laughter, and shared responsibility. Beatrice pauses, looking thoughtful. “I call it… unity between husband and wife. Not because someone told me to, but because I feel it. Because I see it in my children, in my business, in the way people in my community now look at us. I see that life can be better when we share, when we listen, when we plan together. And I hope other women can see this too.” Her story is one of quiet transformation, of lessons lived rather than taught. The changes were gradual, measured not in dramatic gestures, but in small, consistent acts of partnership and dialogue — acts that turned a home weighed down by struggle into one of shared strength, and a business once on the edge of collapse into a source of pride and security. And as Beatrice looks toward the future, she does so with hope. “Talk with your husband,” she says softly. “Sit down. Understand what makes your life hard, and solve it together. When you do, life becomes lighter, richer, better.” In Beatrice’s journey, the transformation is visible in the life she now leads — not because someone changed her, but because she learned, shared, and stepped forward to shape it herself. Wisigara Umugore: A Journey of Women’s Strength and Agency Beatrice’s story shows the power of dialogue, partnership, and shared effort in transforming a home and a business. Her journey was part of Wisigara Mugore , a program designed to support rural women entrepreneurs in overcoming social norms that limit their role in household decision-making and business management. Through lessons, workshops, and community discussions, women gain confidence, financial knowledge, and stronger partnerships with their families. The program is facilitated by RWAMREC (Rwanda Men’s Resource Centre) , which guides women and their families through the learning process, helps men engage positively, and supports communities in creating fairer, more cooperative social norms. The initiative is implemented in collaboration with AFR  and other technical partners, ensuring that the lessons are practical, culturally relevant, and aimed at empowering women economically while promoting gender equality in the home and community.

September 30, 2025 Today joy and pride filled the air in the Ruli and Gatonde hospital catchment areas of Gakenke District  as hundreds of parents gathered to celebrate a new chapter in their lives. The occasion was the graduation of couples from the Bandebereho group education sessions , a program implemented by RWAMREC  that promotes men’s engagement in maternal and child health, positive parenting, caregiving, and family violence prevention . A Celebration Rooted in Community The ceremonies were organized at the cell level  and officiated by the Mayor of Gakenke District , together with other district and health authorities. They took place during the weekly community dialogues (Inteko z’abaturage)  and coincided with the closing of the Gender Accountability Days —making the events both a celebration and a call for continued gender equality and family wellbeing. An estimated 38,180 community members  attended the celebrations, including 17,814 men  and 20,366 women  aged 18 and above. The turnout reflected how deeply the program has resonated within the community, inspiring both men and women to work together for stronger, healthier families. Empowered Families, Stronger Communities During this graduation cycle, 1,908 couples  successfully completed the Bandebereho group education sessions , facilitated by dedicated Community Health Workers (CHWs)  trained and supported by RWAMREC. These sessions equip couples with practical tools to strengthen communication, share caregiving roles, and build non-violent, respectful relationships. The impact was evident in the heartfelt testimonies shared by graduates. Many couples spoke about how the sessions had transformed their relationships—reducing conflicts, improving cooperation at home, and deepening mutual respect. “Before Bandebereho, I thought childcare was only for mothers. Now, I help bathe and feed our baby, and my wife and I make decisions together,” shared one father proudly during the ceremony. Strengthening Families Through Commitment Beyond personal transformation, the program also strengthened community ties and family stability. Remarkably, 109 couples pledged to legalize their marriages  as part of their commitment to a more equal and supportive partnership. Thirty-two couples  have already formalized their unions, while 77 others  are set to do so soon. These public commitments underscore one of the program’s central messages: engaging men as partners and caregivers  is key to achieving gender equality and promoting healthier, happier families. Leaders Applaud and Renew Commitment Leaders from the district, health facilities, and the Rwanda National Police commended the efforts of RWAMREC and CHWs for their dedication and results. They pledged to continue supporting the Bandebereho Program  and encouraged other couples to join future cycles. “What we are witnessing today is a transformation that starts in families and spreads across communities,” said the Mayor of Gakenke District . “When men and women learn to share responsibilities and respect one another, everyone benefits—especially our children.” A Vision for the Future As the ceremonies concluded, the sense of unity and hope was palpable. Graduating couples received certificates of completion, marking not just the end of a training but the beginning of a lifelong journey toward equality, love, and shared responsibility. The success in Gakenke District reflects RWAMREC’s broader mission: to promote positive masculinity and gender equality by engaging men as partners in change . Through programs like Bandebereho , families across Rwanda are proving that when men and women work together, communities thrive.

RWAMREC proudly participated in the Consultative Meeting on Promoting Positive Masculinity in Africa , held from 9–10 September 2025 in Lusaka, Zambia . Our Executive Director joined representatives of the African Union, member states, civil society, and development partners to reflect on how Positive Masculinity in Africa  can be a transformative tool for advancing gender equality and eliminating violence against women and girls. In his intervention, the Executive Director showcased Rwanda’s leadership through RWAMREC’s gender-transformative interventions — Bandebereho , Powered by Women , and Kataza . These programs demonstrate how engaging men as allies in unpaid care work, violence prevention, and women’s empowerment contributes to healthier families, more equitable relationships, and stronger communities. Why Harmful Masculinities Undermine Peace and Sustainability Research shows that harmful masculinities — those that valorize control, militarized authority, and aggressive competition — often reinforce exploitative relationships with natural resources. This has several consequences: Resource exploitation and conflict : Extractive industries and competition over land or minerals are frequently linked to hyper-masculine norms, labor exploitation, and armed violence. Militarization and war : Armed groups often exploit masculine ideals of power and status, pulling men into cycles of conflict that further harm communities and the environment. Environmental destruction : Domination-driven masculinities normalize exploitative practices that degrade ecosystems and undermine climate resilience. Addressing harmful masculinities is therefore not only a gender-equality goal but also a peacebuilding and environmental protection priority . Gender-transformative approaches that promote care, equality, and shared resource management can reduce gender-based violence while also supporting sustainable development. © Luqman Mahoro Read more: Equimundo. Men, Masculinities and Climate Change: A Discussion Paper.  Washington, DC: Equimundo, 2016. Georgetown Institute for Women, Peace and Security. 2023. Beyond Engaging Men: Masculinities and Peacebuilding . Washington, DC: Georgetown University. Anderson KG. Masculinity and Environment . In: Legun K, Keller JC, Carolan M, Bell MM, eds. The Cambridge Handbook of Environmental Sociology. Cambridge University Press; 2020:103-116. Jewkes, R., Morrell, R., Hearn, J., Lundqvist, E., Blackbeard, D., Lindegger, G., … Gottzén, L. (2015). Hegemonic masculinity: combining theory and practice in gender interventions. Culture, Health & Sexuality, 17(sup2), 112–127. https://doi.org/10.1080/13691058.2015.1085094 The Role of Girls’ Education and Family Planning in Climate Action RWAMREC highlighted evidence showing that girls’ education and voluntary family planning  are powerful tools for climate adaptation and mitigation. Research from Project Drawdown demonstrates that: Educated girls are more likely to delay marriage and childbearing, leading to healthier families and slower population growth. Universal access to family planning and high-quality education reduces vulnerability to climate shocks while contributing to long-term reductions in greenhouse gas emissions. When girls and women are educated, they are more likely to participate in decision-making processes, strengthening climate resilience and environmental governance. Investing in education for girls and family planning  is therefore not only a human rights imperative but also an effective climate strategy . Read more: Patterson, Kristen P., Yusuf Jameel, Mamta Mehra, and Carissa Patrone. 2021. Girls’ Education and Family Planning: Essential Components of Climate Adaptation and Resilience. Policy Brief. October 2021. Women Development Organization (WDO), UNFPA, UN Women, IOM, UNICEF, and UNODC. 2023. Women and Climate Change . New York: UNHQ. Kwauk, Christina, Jessica Cooke, Elisa Hara, and Joni Pegram. 2019. Girls’ Education in Climate Strategies: Opportunities for Improved Policy and Enhanced Action in Nationally Determined Contributions.  Global Economy & Development Working Paper 133. Washington, DC: Brookings Institution. With contributions from Plan International and UNICEF. Green Cooking as a Gender and Climate Solution RWAMREC also underscored the importance of green cooking solutions . Traditional cooking methods place a disproportionate burden on women and girls, who spend hours collecting firewood and are exposed to harmful indoor air pollution. This limits their education and economic opportunities while driving deforestation and carbon emissions. Adopting clean cookstoves and alternative fuels delivers multiple benefits: Improved health for women and children. Reduced deforestation and household carbon emissions. Freed time for women and girls to pursue education and income-generating opportunities. Increased gender equality as household responsibilities are shared more fairly. Clean cooking must be integrated into gender-responsive climate strategies to unlock co-benefits for health, environment, and women’s empowerment. © Rwanda Environment Management Authority (REMA) Read more: UNDP. No Time to Waste: Pathways to Deliver Clean Cooking for All  – A UNDP Approach and Policy Guide.  New York: UNDP, February 2025. Project Drawdown and Clean Cooking Alliance. Clean Cooking: An “Emergency Brake” Climate Solution .  2025. Clean Cooking Alliance. Gender and Clean Cooking Factsheet . 2025. Green Climate Fund / GIZ. Gender Action Plan for FP103: Promotion of Climate-Friendly Cooking: Kenya and Senegal . 2025. From an Extractive Economy to an Economy of Care RWAMREC also stressed the importance of rethinking our economic models. The extractive economy , rooted in accumulation, waste, and short-term profit, mirrors patriarchal masculinities that value domination over people and nature. This system drives environmental degradation, deepens inequalities, and fuels conflicts over resources. In contrast, an economy of care  — centered on nurturing people, communities, and ecosystems — offers a sustainable alternative. Prioritizing care work, which is often invisible and undervalued, can shift the focus from endless growth to well-being, equity, and regeneration. This approach reduces overconsumption, strengthens social cohesion, and encourages responsible stewardship of natural resources. Importantly, the Inter-American Court of Human Rights recently recognized the right to care as a human right , setting a groundbreaking precedent. This recognition affirms that states have an obligation to guarantee conditions that allow people, especially women, to both provide and receive care without discrimination. RWAMREC advocates for the African Union and other regional bodies  to bring this transformative recognition to Africa as well. Embedding the right to care within regional frameworks would not only advance gender equality but also accelerate the transition toward sustainable economies that value care, reciprocity, and responsibility for both people and the planet. An economy of care recognizes interdependence: just as families and societies thrive when men and women share caregiving roles, the planet thrives when humanity prioritizes restoration over extraction. By valuing care, cooperation, and stewardship, we can build economic systems that are both gender-just and environmentally sustainable. © Pierre Jean Fasan, Bigwi film agency Read more: Olmsted, C. 2024. “ Care Labor, Intergenerational Equity, and (Social) Sustainability. ” Journal of Social Policy and Sustainability, Taylor & Francis. UNRISD. Care Work in the Just Transition . Geneva: United Nations Research Institute for Social Development, 2024. UN Women. A Gender-Responsive Just Transition for People and Planet. New York: UN Women, 2023. RWAMREC’s Call to Action RWAMREC reaffirms its commitment to advancing Positive Masculinity in Africa  as a pathway toward gender equality, violence prevention, and climate justice. We call on the African Union and its partners to: Integrate the intersection of masculinity and climate justice into policy frameworks. Invest in girls’ education and voluntary family planning  as essential climate adaptation strategies. Support the adoption of clean cooking solutions  that promote gender equality and reduce emissions. Promote a shift from an extractive economy  to an economy of care  that values people and the planet. Strengthen gender-transformative programs  across the continent to foster care, responsibility, and stewardship. By reshaping masculinities and centering equality, we can build a sustainable Africa where both people and the planet thrive.

Imagine a world where you can be who you want to be — a gender-just and violence-free society where young women and men can live in their full diversity.  This vision is at the heart of Generation Gender (GenG) , a multi-country program funded by the Dutch Ministry of Foreign Affairs  and coordinated globally by Rutgers International , in partnership with Equimundo, Sonke Gender Justice, and ABAAD . The program brings together seven national coalitions  across Rwanda, Uganda, South Africa, Morocco, Lebanon, Jordan, and Indonesia. Each coalition mobilizes young people to challenge the root causes of gender-based violence (GBV) and to advance gender justice through advocacy, movement-building, and policy influence. The Generation Gender Rwanda Coalition In Rwanda, the GenG coalition is led by RWAMREC , Health Development Initiative (HDI) , and the African Youth and Adolescent Network (AfriYAN) . Together, they place young people at the center of change, equipping them to become gender advocates and leaders. The coalition has worked through youth-led advocacy initiatives, gender-transformative training, intergenerational dialogues, and peer-to-peer debates, both online and offline. Their long-term objectives align with the global GenG Theory of Change: Public support  – Mobilizing young people to champion gender justice and prevent GBV. Policy change  – Ensuring gender and youth-inclusive policies through government engagement. Civil society strengthening  – Equipping organizations with tools and evidence to advocate effectively. Flagship Intervention in Karongi In Karongi District, where elders traditionally dominated decision-making, youth voices were largely absent. To shift this dynamic, Generation Gender Rwanda introduced the Community Score Card (CSC) model  — a participatory tool enabling communities to assess services, strengthen accountability, and improve dialogue with duty-bearers. At the core of this initiative were Community Youth Forums (CYF) , led by trained youth champions. These young leaders facilitated discussions, collected feedback, and advocated for change on pressing issues such as gender-based violence, healthcare, and education. Through biannual intergenerational dialogues , youth voices were brought directly into policy spaces. Impact and Legacy The results have been transformative. Over 50 youth champions  from five sectors in Karongi emerged as strong advocates, reshaping power dynamics and building trust between communities and leaders. Community members reported better service delivery, improved accountability, and stronger participation of young people in decision-making. This intervention reflects the principles of GenG  — Gender Transformative Approaches, Meaningful and Inclusive Youth Participation, Inclusiveness, Do No Harm, and Accountability. It has shown the power of youth empowerment  in advancing gender equality, strengthening civil society, and fostering resilient, inclusive communities. As the program phases out, its legacy remains in the network of empowered youth, community structures, and partnerships that will continue driving forward the vision of a gender-just Rwanda. 👉 A video showcasing this flagship intervention will be premiered at the Generation G Global Learning Event (F2F) in Jakarta, taking place from 29th September to 3rd October 2025, where all coalition members from across the seven countries will come together to share experiences and lessons. Follow us on our social media to know more!

Project:  Engaging Men for gender equality in the Private Sector  Location: Kigali (Gasabo & Nyarugenge) and Musanze Districts, Rwanda  Period: 45 working days 1. About RWAMREC The Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization committed to promote gender equality by fostering positive masculinities and actively engaging men in the prevention of gender-based violence (GBV). Guided by its vision of a peaceful Rwandan society where women and men share responsibilities in both the family and public spheres with mutual respect and equality, RWAMREC strives to challenge harmful gender norms and foster inclusive social transformation.  As part of its commitment to evidence-based programming, RWAMREC seeks to engage a qualified research consultant to conduct a comprehensive outcome evaluation  of its project “Engaging Men for Gender Equality in the Private Sector.”  This evaluation aims to assess the extent of change brought about by the project’s interventions, focusing on shifts in attitudes, behaviors, and institutional practices that foster more gender-responsive workplaces and promote the economic empowerment of women. 2. Project Background The project “Engaging Men for Gender Equality in the Private Sector” is implemented by RWAMREC in partnership with GIZ Rwanda and aims to engage men as allies, both as managers, colleagues, husbands, and business partners, in improving the working conditions of women’s employees in the private sector. The intended project will tackle harmful gender norms that prevent women from actively participating in the economy, including: ●      Norms that prevent women from having safe and equitable working conditions as employees. ●      Norms that prevent women from owning and managing successful businesses.   3. Rationale Rwanda has made remarkable progress in advancing gender equality in the public sector through favorable policies and strategies. The country is internationally recognized for having the highest percentage of women in parliament 61.3%, according to the Inter-Parliamentary Union, making it a global leader in women’s political representation. However, despite these achievements, gender disparities persist in the private sector, where women remain underrepresented and underserved. These inequalities negatively impact not only women but also their families, businesses, and the broader economy. According to the NISR (Labour Force Survey Thematic Report on Gender), women's participation in Rwanda’s labor market is only 48.2%, while men's participation is 65.6%. Furthermore, women occupy only 32% of decision-making positions in the private sector. Regarding women’s representation in decision-making positions among PSF Secretariat staff, there are no women CEOs (the Chief Executive Officer, the Chief Advocacy Officer, and the Chief Operations Officer are males). As for the 5 Directorate positions, they are all occupied by males. Moreover, a persistent gender pay gap exists. Women in Rwanda earn approximately 13% less than men on a monthly basis, largely due to occupational segregation, educational attainment differences, and the higher prevalence of women in part-time or informal jobs, which tend to offer lower pay and fewer benefits. According to the National Institutes of Statistics of Rwanda’s Labour Force Survey (2019-2022), the Thematic Report on Gender shows that, as the level of educational attainment increases, the income from the main employment job also increases. Still, regardless of the level of education, females get lower average monthly earnings than their male counterparts with the same level of education. The results show that, in 2022, the gap between female and male average monthly income at the University level has widened to 105,437 Frw (239,719 Frw for females against 345,156 Frw for males). The same report indicated that females earn less income on average than their counterparts. Although the average monthly income earnings of females whose occupation is the manager are the highest compared to other occupations, it is still 1.3 times lower compared to male managers (374,274 Frws against 488,099 Frw). The difference in average income between females and males is wider in urban than in rural areas. The findings show that in 2022, a female living in an urban area was earning on average 74,817 Frws lower than a male counterpart (94,751 Frws against 169,568 Frws respectively), while in a rural area, a female was earning on average 16,544 Frws lower than the male counterpart (27,987 Frws against 44,531 Frws respectively). As reported by Transparency International Rwanda regarding sexual harassment in the workplace; 10% of employees, either personally or at least through one of their workmates, have experienced cases of gender-based corruption in the form of sexual harassment, exploitation, and/or use of sex as a form of “payment”. Additionally, there is a lack of access to internal employee welfare programs in private companies such as health insurance, paid time off, and social security, in particular the lack of childcare facilities in private companies for mothers and lactation rooms. The private sector is mainly dominated by men, who benefit from the patriarchal system because it gives them privileges and power. Men also often do not acknowledge the benefits of gender equality for both men and women due to the fear of losing power and privileges in the workplace. This is coupled with a lack of awareness of the root causes of those behaviors. Within this framework, RWAMREC is seeking a qualified consultant to carry out an outcome evaluation to assess the extent of change resulting from the project’s interventions—specifically, shifts in attitudes, behaviors, and institutional practices that promote more gender-responsive workplaces and enhance women's economic empowerment. 4. Objective of the assignment The primary objective is to assess the effectiveness and impact of the project interventions by comparing results with the baseline data. Specifically, the survey aims to: Measure shifts knowledge and attitude shifts among project beneficiaries including CEOs, senior management, employees, male champions, female entrepreneurs, and their partners. Evaluate improvements in workplace conditions for female employees and the level of gender mainstreaming within corporate structures. Assess both perceived and actual changes in women’s competitiveness in business. Understand the perceived and real improvements in women’s competitiveness in business. Analyze public engagement and changes in perceptions resulting from media campaigns. Identify key successes, gaps, and constraints in program implementation. Document good practices and generate evidence-based recommendations to inform and strengthen future programming. 5. Responsibilities/ Scope of Work The consultancy firm/consultant will be expected to: Develop a detailed inception report outlining the proposed methodology, work plan, and data collection tools, in alignment with the project log frame and baseline indicators. Design and pilot gender-sensitive quantitative and qualitative research tools, to be reviewed and approved by RWAMREC. Conduct field data collection in the districts of Gasabo, Nyarugenge, and Musanze, targeting: 20 selected companies (including CEOs, senior management, and employees), 10 female entrepreneurs and their male partners, Assess recall, understanding, and perception shifts among the target audience exposed to the media campaign. Ensure adherence to ethical standards, including informed consent, confidentiality, and safeguarding principles throughout the evaluation process. Manage data quality assurance processes during collection, entry, and analysis. Analyze both quantitative and qualitative data, using a mixed-methods approach. Conduct comparative analysis of endline data against baseline findings. Facilitate validation sessions or debrief meetings with RWAMREC and relevant stakeholders. Prepare and submit a comprehensive outcome evaluation report, including findings, conclusions, and actionable recommendations. Deliver a PowerPoint presentation summarizing key findings for dissemination purposes.  6. Methodology The consultant is expected to propose a robust mixed-methods approach  that integrates both quantitative and qualitative data collection and analysis, grounded in the project’s theory of change and baseline indicators. The methodology should include: Quantitative surveys : Structured questionnaires will be administered to pre-identified stakeholders, including CEOs, senior managers, employees, female entrepreneurs, male partners, and potentially members of the public exposed to media campaigns. The survey should capture measurable changes in knowledge, attitudes, behaviors, and workplace practices. Qualitative methods : In-depth interviews and focus group discussions will be conducted with key stakeholders to explore nuanced experiences, perceptions, and behavioral changes resulting from the project. These methods will complement quantitative findings by providing context and depth. Desk review : A thorough review of relevant project documents, including baseline survey data, training reports, action plans, and other monitoring materials, will be undertaken to inform tool development and triangulate findings. Comparative analysis : The evaluation will include a systematic comparison of endline findings with baseline data to assess changes over time and determine project effectiveness. The proposed methodology must be gender-sensitive, participatory , and contextually appropriate . It should also ensure the meaningful involvement of stakeholders and uphold ethical standards such as informed consent, confidentiality, and cultural respect throughout all stages of the evaluation. 7. Deliverables Inception Report  with methodology, tools, and work plan. Data Collection Tools  (approved by RWAMREC). Clean Data Sets  (quantitative and qualitative). Draft outcome evaluation Report  with findings and comparison to baseline. Final outcome evaluation Report  with recommendations and annexes. PowerPoint Summary  for dissemination purposes.  Duration and Timeline The assignment is expected to be completed within 45 working days starting from the date of contract signing. A detailed timeline should be proposed in the inception phase. Required Academic qualifications and Experience 8. Academic Qualifications Master's degree (or higher) in one of the following fields: Monitoring and Evaluation (M&E); Social Sciences (e.g., Sociology, Gender Studies), Development Studies, Economics or a related field Relevant Experience Minimum 5–7 years of proven experience conducting evaluations (especially outcome or impact evaluations) in development, gender, or social change programs. Demonstrated experience in designing and implementing evaluation frameworks, including theories of change, logical frameworks, and results-based management. Solid track record in evaluating gender-transformative programs, behavior change interventions, or women’s economic empowerment initiatives. Experience working with or evaluating programs involving community engagement, couples or men’s involvement in gender equality, or institutional capacity building. Proven experience working with the private sector in similar thematic areas.  Technical Competencies Strong knowledge of qualitative and quantitative research methods (e.g., focus groups, key informant interviews, surveys). Excellent ability to analyze and synthesize findings and write clear, evidence-based reports. Strong data collection team if needed, and this team qualification and experience will be shared and be approved by Rwamrec. 9. Soft Skills and Other Requirements Strong analytical, communication, and report-writing skills in English  Familiarity with the local context (Rwanda) and cultural sensitivity in engaging stakeholders. 10. Ethical Considerations The consultant must ensure: Voluntary participation with informed consent. Anonymity and confidentiality of respondents. Gender-sensitive and culturally appropriate tools and approach. Compliance with RWAMREC’s safeguarding and Do-No-Harm principles. 11. Reporting and Coordination Consultant will closely work with the RWAMREC MELI and report to the Executive director  12. Evaluation criteria Criteria Score Methodology 30 Work plan 10 Qualification and skills 30 Financial proposal 30 Total 100 13. Application Requirements Interested applicants should submit: Technical proposal with a detailed methodology and work plan Financial proposal. Detailed CV showing a comprehensive résumé showcasing relevant experience and achievements. Two certificates of good completion for the similar assignments performed in the last 5 years. Applications should be addressed to the RWAMREC Executive Director by e-mail at info@rwamrec.org , not later than 26/09/2025 at 17:00pm. Late applications will not be received.  Kigali, September, 08, 2025 Fidèle RUTAYSIRE, RWAMREC Executive, RWAMREC

1. About RWAMREC The Rwanda Men’s Resource Center (RWAMREC) is a local NGO established in 2006, aiming to achieve gender equality through the promotion of positive masculinities and male engagement approaches in preventing Gender-Based Violence in Rwanda. It was legally established in 2008 by Ministerial Order No. 114/11 of 3 September 2008.  The RWAMRE vision is to have a peaceful society where women and men share roles/responsibilities in raising families and governing society through equality and respect; while its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery RWAMREC operates in 27 districts located in all 4 Provinces of Rwanda and the City of Kigali, and its specific domains of intervention include, but are not limited to: Community Empowerment:  RWAMREC interventions contribute towards women's empowerment through engaging men as partners, beneficiaries, and agents of change.  Healthy Families:  RWAMREC interventions promote peaceful families through the prevention of intimate partner violence and any other form of gender discrimination. Child Support and Youth Mentorship:  The population of Rwanda is overwhelmingly young; therefore, there is a significant need to focus on the promotion of gender equality and the rights of children and youth.  Gender Justice:   There is a need to engage men to recognize and create a space for women’s rights. Gender Justice has to do with the provision of response services to survivors of GBV and engagement of actors in policy advocacy and accountability at all levels.  Inclusion and diversity:  There is a need for an inclusive environment that does not discriminate against individuals, communities, and societies based on the values of ethnicity, gender, race, religion, sexual orientation, disability, etc. An inclusive society will allow the realization of both social and economic outcomes at the organizational and community levels.  Institutional capacity and development:  It is on this basis that RWAMREC seeks to enhance the individual, institutional, and organizational capacity of RWAMREC to function effectively, expand, and network. 2. Background & Objectives Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization dedicated to promoting gender equality, engaging men in transforming harmful masculinities, and preventing gender-based violence (GBV). We work across Rwanda in close collaboration with international and national NGOs, government institutions, and local communities to implement programs that address social change, gender equity, and community empowerment. To strengthen its communication and advocacy work, RWAMREC seeks to hire a consultant videographer/photographer  on a call-up basis to document its initiatives through video and high-quality photos, collect stories of change, produce reportage materials, and capture testimonies from project participants to inform research, advocacy, and communication efforts. The videographer will collaborate closely with the Communication Department, which guides messaging, branding, and quality standards, and with Program Departments, which supply project goals, content, and context. RWAMREC promotes aspirational and human-centered messages , highlighting the positive impact of its interventions and inspiring communities to embrace gender equality. Given our collaborations with a wide range of stakeholders—including international and national NGOs, government agencies, and local communities—the videographer must be a skilled communicator , adaptable , and creative , able to work in dynamic and diverse settings. With over 50 staff members, a dedicated Communication Department offering strategic direction, and Program teams providing access and technical input, RWAMREC offers a supportive and collaborative environment for this consultancy. 3. Purpose of the Consultancy The purpose of this consultancy is to engage a professional videographer on a call-up basis  to: Document RWAMREC project activities (trainings, community dialogues, campaigns, events). Create high-quality video and photography content for awareness, advocacy, reporting, and social media purposes. Capture human stories that showcase RWAMREC’s impact. Work closely with RWAMREC’s Communication and Program teams to ensure consistent messaging and branding. 4. Scope of Work The videographer will: Pre-production Participate in briefing meetings with RWAMREC’s Communication and Program teams. Develop and submit a creative brief, script, shot list, and shooting plan  (submission is a condition for the first installment of payment). Accept and read RWAMREC’s GBV Communication Guidelines  and Motivational Interviewing Guide  before fieldwork. Production (Filming) Travel to project locations as assigned, on a call-up basis . Film project activities, including trainings, dialogues, and community events. Capture interviews and testimonies with beneficiaries, facilitators, and stakeholders (in coordination with RWAMREC staff). Collect B-roll and contextual footage. Post-production Edit raw footage into final videos as required (short clips, documentaries, social media versions). Provide captions and translations  (Kinyarwanda ↔ English/French as needed). Ensure branding compliance (logos, credits, partner mentions). Deliver final products in formats suitable for social media, TV, and archiving. Submission of captions, translations, and the final product is a condition for the last installment of payment. 5. Deliverables Upon accepting a project, the videographer is responsible for preparing and submitting a shooting plan and a creative brief , which must be delivered no later than three weeks after the start of a single assignment . This ensures adequate planning, coordination with program and communication teams, and high-quality output. Collecting testimonies from key stakeholders, including men, women, youth, religious leaders, and opinion leaders. Filming, taking pictures, and highlighting RWAMREC milestone events. Streaming an event live, as required. Performing voice-over recordings for videos. Capturing photographs of project activities, including community meetings, training sessions, and testimonials for use in photo essays and exhibitions. Raw footage and pictures are delivered to RWAMREC after filming or taking pictures. Draft edited video(s) submitted within 14 working days after filming. Final edited video(s) with captions and translations delivered within 7 working days after receiving consolidated feedback. 6. Roles and Responsibilities Videographer Uphold professional conduct and comply with all RWAMREC guidelines and policies. Strictly adhere to RWAMREC’s PSEAH (Prevention of Sexual Exploitation, Abuse, and Harassment) , safeguarding, and gender equality policies. Respect and apply RWAMREC’s GBV Communication Guide  and Motivational Interviewing Guide  in all assignments. Ensure that the consent of all individuals photographed or filmed is voluntary and informed , in line with RWAMREC safeguarding standards.  Ensure that informed consent is obtained from all individuals photographed or filmed, securely stored, and shared with RWAMREC for record-keeping. Engage exclusively with RWAMREC team members ; direct communication with donors or partners requires prior approval from RWAMREC. Notify RWAMREC of any planned holidays or travel abroad at least one week in advance . Ensure timely communication and responsiveness; if there is no response for 10 consecutive days , RWAMREC reserves the right to suspend or terminate the consultancy. Deliver services on a call-up basis , according to RWAMREC’s project needs and scheduling. RWAMREC Program Team Provide the videographer with the necessary project documentation (annual plans, concept notes, proposals). Support access to testimonies and schedule interviews. Provide input for interview questions. RWAMREC Communication Team Lead the overall process and give final approval on products. Ensure alignment with the communication strategy and branding. Provide feedback to the videographer within 2 weeks of receiving draft products. Signal any delays caused by bureaucracy or late feedback in advance via email. 7. Duration & Engagement The consultant shall perform the services for a period of one year, from September 20, 2025, to September 19, 2026, commencing on the effective date of the contract, as agreed upon by both parties.. The videographer will be engaged on a call-up basis, with assignments scheduled according to project needs and coordinated jointly by the Program and Communication teams. The contract will be valid for one year, with the possibility of renewal based on performance, quality of work, and overall satisfaction. 8. Required Qualifications Proven experience in videography, film production, and editing, with at least 3–5 years  of professional experience. Creative , with the ability to conceptualize and produce engaging, visually compelling videos for advocacy and communication purposes . Fluent in English , familiarity with Kinyarwanda  and French ; ability to handle translation/subtitling . Excellent communication  and collaboration skills. Proficiency or knowledge of main videography and editing tools, such as Adobe Premiere, After Effects, Final Cut Pro, DaVinci Resolve , or similar software. Knowledge of animation applications  is also an asset. Experience working on gender equality, GBV, or social development themes (an asset). 9. Evaluation Criteria Criteria Score Qualification & experience 30 Portfolio evaluation 30 Experience working on gender equality, GBV, or social development themes 10 Financial proposal 30 Total 100 Note:  Bidders who do not score a minimum of 50% points on technical requirements will be disqualified and not be evaluated at the financial level. 10. Application Process Please submit your proposal electronically to info@rwamrec.org  by September 14, 2025. . Include “Videographer Consultancy” in the email subject line. - Applications submitted late, incomplete, or not signed will not be considered. Interested candidates should submit: A CV highlighting relevant experience. Portfolio of previous similar work (links or files). Technical and financial proposal. Approved by: Fidele Rutayisire, RWAMREC Executive Director

28 August 2025, Burera District Today, the Rwanda Men’s Resource Centre (RWAMREC), in partnership with Access to Finance Rwanda (AFR) , held the official closing and graduation ceremony of the Journey of Transformation (JOT)  training in Cyeru Sector, Burera District . The Wisigara Mugore  project, implemented by RWAMREC with support from AFR, seeks to unlock livelihoods for women-owned micro and small enterprises (MSEs) by addressing restrictive social norms that hinder Women’s Financial Inclusion (WFI)  and Women’s Economic Empowerment (WEE) . The JOT pilot focused on women entrepreneurs, their families, and community gatekeepers, using dialogue and reflection to challenge barriers and promote gender-equitable power dynamics. Highlights of the Graduation After 15 weeks of intensive training , participants gathered to celebrate their achievements. Three couples from the JOT cohort decided to legalize their marriages , joining seven others from the community in formalizing their unions during the event, supported by local leaders. Graduates shared personal stories of transformation, demonstrating how the training had improved family relationships, business support, and shared decision-making. Participants received certificates and pledged to apply their knowledge within their families and communities. Voices of Leaders and Partners The ceremony was officiated by Mr. Emmanuel Mbarushima , Executive Secretary of Cyeru Sector, and attended by Mr. James Karangwa , Executive Secretary of Burera District, alongside representatives of local governance, financial institutions, the police, and community structures including the National Women’s Council (NWC) , the National Youth Council (NYC) , and faith-based organizations. In his remarks, the District Executive Secretary, Mr. Karangwa, commended RWAMREC as a key district partner and urged both RWAMREC and AFR to continue initiatives that strengthen Rwandan families and promote sustainable development. Representing RWAMREC, Ms. Gisele Umutoniwase , Director of Programs, thanked AFR and Burera District for their collaboration and encouraged graduates to become community role models and activists for positive social norms. Speaking on behalf of AFR, Mr. Fabrice Hagenimana  expressed appreciation for the strong partnership and reaffirmed AFR’s commitment to exploring further support for this initiative, noting satisfaction with the outcomes of the pilot phase. Looking Ahead The graduation marked both an ending and a new beginning: while the pilot phase of the JOT training has concluded, its impact will continue as graduates step forward to champion gender equality, challenge restrictive norms, and promote women’s economic empowerment within their communities.

1. Who We Are The Rwanda Men’s Resource Centre (RWAMREC)  is a Rwandan non-governmental organization dedicated to promoting gender equality, positive masculinities, and the engagement of men and boys in eliminating all forms of violence against women and children. RWAMREC’s mission is to promote gender equality by: Reconstructing non-violent male identities Fostering healthy masculine behaviors Empowering men as positive partners, role models, and change agents This contributes to promoting healthy families, preventing GBV, and improving SRHR outcomes in Rwanda. 2. Project Context RWAMREC, in partnership with UNFPA, UNAIDS, and RRP+ , is implementing the project: “Advancing Positive Masculinity and SRHR through Male Engagement in Rwanda.” As part of this initiative, RWAMREC will launch a new multimedia campaign  aiming to increase public understanding and shift social norms around: Male engagement in SRHR HIV prevention GBV prevention Positive and healthy masculinities To guide this work, RWAMREC seeks a consultant to design a comprehensive social media communication strategy , which will serve as the foundation for all digital campaign activities in 2025 and beyond. Note:  No existing strategy is in place. This consultancy will develop the first complete strategic framework . 3. Rationale Despite Rwanda’s progress in gender equality, harmful social and gender norms continue to limit men’s engagement in SRHR, HIV prevention, and GBV prevention. Digital platforms play a critical role in reshaping public understanding, influencing youth behavior, and challenging harmful masculinities. A well-designed communication strategy is therefore essential to: Define the campaign direction Shape key messages Ensure consistency across platforms Guide influencer participation Improve coordination Maximize campaign reach and impact The consultant will lead this strategic planning process. 4. Scope of Work The consultant (individual or firm) will be responsible for developing the full social media communication strategy for the campaign, including: Needs Assessment Review relevant RWAMREC and partner documents Identify youth and community information needs Social Media Communication Strategy Campaign objectives Target audience segmentation (boys, men, youth, women, teachers, journalists, etc.) Key messages and content pillars Tone, style, and identity guidelines Platform-specific strategies (X, Instagram, Facebook, TikTok, YouTube) Influencer engagement guidelines and selection criteria Monitoring, Evaluation, and Learning (MEL) Framework Targets Means of verification Expected results Reporting structure and indicators 5. Expected Deliverables Full Social Media Communication Strategy (detailed and ready for implementation) Monitoring & Evaluation Framework with tools and templates 6. Required Qualifications Degree in Communication, Digital Marketing, SBCC, Media Studies, or Social Studies Minimum 3–5 years of professional experience in SBCC programming Demonstrated experience in gender, SRHR, HIV, youth engagement, or behavior change campaigns Strong portfolio demonstrating strategic design skills Experience working with NGOs, UN agencies, or development partners is an asset Strong writing and presentation skills in English 7. Duration The consultancy will be completed within 1 month  from the signing of the contract. Expected start date:  End of August 2025 8. Evaluation Criteria Criteria Score Experience and Qualifications 30 Work Plan 30 Cost Quotation 40 Total 100 9. Submission Guidelines Applications must be submitted by August 10th, 2025, at 5:00 pm (Kigali time)  and include: Cover letter CV(s) with at least 2 references Technical proposal Financial proposal (lump sum or cost per deliverable) Submit to: Executive Director, RWAMRECYYUSSA PLAZA, KimironkoTel: +250 788 315 140Email: info@rwamrec.org Note:  Late submissions will not be considered. Done at Kigali, August 4th, 2025 Fidèle RUTAYISIREExecutive Director, RWAMREC

We’re excited to announce that our 2025 RWAMREC Newsletter – January to June Recap  is now available! This edition captures a dynamic start to the year, spotlighting the people, partnerships, and progress that are driving RWAMREC’s mission forward. And there’s more—this issue also includes our full 2024 Annual Report , offering a comprehensive look at the milestones, lessons, and impact we achieved together last year. What’s inside this edition: ✨ RWAMREC: Advancing Gender Equality on the Global Stage Our reflections and contributions from key international platforms like CSW69. 🎙️ NOVAH and RWAMREC Radio Drama How we’re using edutainment to spark change through storytelling. 📸 Empowering Teen Mothers: “Lost Dreams and New Dreams” Exhibition An inspiring collaboration that gave voice and visibility to young mothers in Gatsibo. 🤝 Driving Change Through Gender Transformative Approaches A look into our joint work with MIGEPROF to shift social norms and influence policy. 🌱 Empowering the Empowerers: Kataza Growth Guides Meet the youth leaders trained and ready to lead gender equality initiatives in their communities. 🔍 GenG Spotlight: New Research on TFGBV in Rwanda Unveiling the hidden wounds of Technology-Facilitated Gender-Based Violence through groundbreaking research. 📘 And don’t miss our 2024 Annual Report! It’s packed with achievements, financial updates, and reflections on what’s next. 👉 Click here to read the full newsletter . Thank you for walking this journey with us. Together, we are building a future rooted in equality, care, and shared power.

In a country with deep oral traditions like Rwanda, stories don’t just entertain: they transform. Recognizing this powerful cultural tool, NOVAH , in partnership with RWAMREC, launched the Twubakane  radio drama in September 2024 to explore how edutainment to prevent gender-based violence  can create real behavior change and promote gender equality. A Proof of Concept Born in Rwanda Over a six-month period (September 2024–March 2025), we carried out a four-step research and production process to develop Twubakane , a six-episode, 15-minute radio drama designed to test whether storytelling could lead to measurable behavior change. The project involved: Formative Research:  In-depth interviews and focus groups helped identify the most promising mechanisms of change. Iterative Scriptwriting:  Scripts were tested through A/B testing with audiences to refine key messages and characters. Qualitative Evaluation:  The drama was shared with couples in controlled settings to evaluate its impact on beliefs, attitudes, and behaviors. Broadcasting:  The final version was aired on community radio, and audience surveys helped assess reach and engagement. Meet Twubakane : A Drama Rooted in Real-Life Challenges Twubakane  ("Let’s Build Together") follows the story of Kazimiri and Jeanine , a couple raising a family and learning how to make decisions together. Through their experiences—supported by friends, elders, and community advisors—the story tackles themes like respect, communication, shared power , and how to recognize and respond to domestic violence . Kazimiri, the central transitional character, begins the series as a man who controls decision-making in the household. Over time, shaped by challenges and conversations, he gradually transforms—reexamining his beliefs and actions, and embracing healthier, more respectful ways of engaging with his partner. His journey is not fiction alone—it was carefully crafted based on real insights from Rwandan communities. Results That Matter The impact of Twubakane  was clear and powerful. After listening to the drama: 70% of male participants  reported more shared decision-making with their partners. 60% of female participants  said they were more willing to seek help when needed. 90% of all participants  reported improved communication and overall relationship health. These numbers are more than just data points—they are signs of progress, empathy, and a shift toward more just and equal partnerships. 📊 Explore the full findings in the infographic  or read the full evaluation report  (link coming soon). Why Edutainment Works In Rwanda, oral storytelling has long been a means of transmitting values, wisdom, and collective memory. By embedding behavior change messages within an emotionally engaging narrative, Twubakane  speaks to the heart as much as to the mind. It offers audiences the chance to reflect on themselves without judgment—by seeing their own lives mirrored in characters like Kazimiri and Jeanine. This approach isn’t just effective—it’s essential in contexts where traditional lectures or top-down interventions may fall flat. Listen Now Ready to experience the drama yourself? 🎧 Listen to Twubakane  on: YouTube Spotify Let the stories spark conversations in your home, community, or organization. What’s Next? Building on the success of Twubakane , RWAMREC and NOVAH are exploring ways to scale and adapt the approach to new audiences, including youth and rural communities. Stay tuned for updates on future episodes and community listening sessions. Together, we are proving that a just, equal society can be built, one story at a time.